Normalising menopause in the HE workforce: how Queen’s University Belfast is leading cultural change

Queen’s University Belfast was the first university on the island of Ireland, and only the second in the UK, to achieve an Institutional Athena Swan Gold Award, with its menopause policy specifically commended.

Menopause and perimenopause affect a significant proportion of the workforce, yet they have historically received limited recognition or structured support in professional settings. At Queen’s University Belfast (Queen’s), a strong commitment to equality and inclusion has driven a shift from silence to action. Through Athena Swan, the University has embedded menopause support into policy, practice and campus culture, demonstrating how institutions can translate awareness into lasting change. 

As a Russell Group university with over 4,300 staff from more than 96 countries, Queen’s reflects the realities of contemporary workplaces. Women make up 54% of its workforce, and around 45% of staff are aged 45 or over – the demographic most likely to experience menopause or perimenopause. Recognising menopause as a mainstream workplace issue rather than a niche concern was a critical starting point. 

Awareness as the catalyst

Queen’s menopause work began in 2018 with a Menopause Awareness workshop delivered by two academic GPs. The session was quickly oversubscribed, clearly signalling strong demand. Feedback was overwhelmingly positive, but it also showed that awareness alone was insufficient. Staff wanted reassurance, consistency and practical measures to support them at work. 

This feedback informed the 2019 institutional Athena Swan Silver Action Plan and marked a shift in focus from one‑off sessions to embedding menopause support within institutional structures. The aim was to create an environment where women could discuss menopause with confidence and request adjustments without stigma. 

From grassroots action to institutional policy

Initial proposals included appointing a Menopause Champion, but consultation across Queen’s showed that sustained change would be best achieved through formal policy supported by practical resources. 

Led by the Diversity & Inclusion team in People and Culture, working with the Queen’s Gender Initiative, HR Business Partners, academic GPs and staff networks including trans and LGBTQ+ colleagues, Queen’s co‑created a comprehensive menopause policy. Following extensive consultation, it launched in August 2022 alongside clear guidance, practical templates, a menopause support fund and an expanded programme of awareness sessions. 

The policy outlines the roles and responsibilities of staff, managers and HR, and sets out reasonable workplace adjustments. These include flexible working patterns, changes to workload or duties, improved ventilation and access to facilities, flexibility around uniforms or PPE, and guidance on requesting adjustments. Importantly, it signals institutional permission to talk openly and respectfully about menopause at work. 

Practical tools that support conversations

A defining feature of Queen’s approach is its emphasis on practical, accessible resources. Available via the staff intranet, these include a personal menopause assessment template, confidential discussion prompts, guidance for GP appointments, managers’ guidance and FAQs. Together, these tools help staff articulate their needs and support managers to respond confidently and consistently. 

These resources are reinforced by a Menopause Support Fund, which contributes towards practical adjustments such as desk fans or window blinds. While modest in scale, the fund sends a clear message that menopause‑related needs are legitimate. To date, all applications have been approved. 

Building confidence through trusted expertise

Menopause Awareness sessions continue to underpin policy and practice. Delivered by Queen’s academic GPs with specialist expertise in women’s health, the sessions provide trusted, evidence‑based information in a supportive environment. Since the policy launch, five sessions have been delivered with 191 staff attending, including one specifically for line managers. 

Feedback has been consistently excellent, with participants valuing the opportunity to ask questions of healthcare professionals and share experiences with colleagues. As one attendee noted, “Knowing other staff were experiencing the same things as me was a huge relief and support.” 

Demonstrating impact and wider influence

The impact of Queen’s menopause work is reflected in staff feedback and survey data. In the 2023 Queen’s Equality Survey, 70% of respondents agreed that policies and guidance enable an inclusive culture. In the 2023 Staff Survey, two‑thirds said they would feel confident raising a wellbeing issue at work. 

Queen’s leadership has also attracted national interest. The University received an Inspire Workplace Wellbeing Award, and the policy launch was widely reported. It has since become a reference point for other organisations seeking to develop menopause support, sharing tools and expertise. 

An unexpected outcome has been the influence on students. Inspired by this work, a group of female engineering students founded Feminatech, a menopause symptom‑tracking app that has won awards and funding, highlighting how inclusive culture can spark innovation. 

Lessons for the sector

In January 2024, Queen’s became the first university on the island of Ireland, and only the second in the UK, to achieve an Institutional Athena Swan Gold Award, with the menopause policy specifically commended.

Athena Swan Good Practice Initiative database

Read the full case study ‘Menopause Matters: Building a Supportive Workplace Culture at Queen’s University Belfast’ for valuable insights if you are seeking to support women’s health at work.